Naranjo v. Spectrum Security Services, Inc.
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The case involves Gustavo Naranjo and other plaintiffs who worked as guards for Spectrum Security Services, Inc. The plaintiffs alleged that Spectrum violated state regulations governing meal breaks by not providing legally compliant meal breaks and failing to pay an additional hour of pay, known as "premium pay," for each day on which this occurred. The plaintiffs also claimed that Spectrum violated Labor Code sections 201, 202, 203, and 226 by not timely paying owed meal break premiums as wages to employees once they were discharged or resigned, and by not reporting the premium pay it owed as wages on employees’ wage statements.
The case has been through multiple stages of litigation. Initially, the trial court granted summary judgment for Spectrum, but this was reversed by the Court of Appeal. On remand, the trial court certified a class for the meal break and related timely payment and wage statement claims and held a trial in three phases. The trial court found that Spectrum had violated sections 203 and 226 by failing to pay and report the missed-break premium pay as wages. However, it issued a split decision on the question of penalties. It ruled in Spectrum’s favor regarding section 203 penalties, finding that Spectrum’s defenses were presented in good faith and were not unreasonable or unsupported by the evidence. But it ruled against Spectrum regarding section 226 penalties, finding that Spectrum was liable for penalties because its failure to report premium pay for missed meal breaks in employees’ wage statements was “knowing and intentional and not inadvertent.”
Both sides appealed the trial court’s ruling. The Court of Appeal affirmed the trial court’s holding that Spectrum had violated meal break laws between June 2004 and September 2007. But it reversed the trial court’s holding that Spectrum had violated section 203 and section 226 by failing to timely pay and report the meal break premium pay owed as “wages,” reasoning that the premium pay was instead in the nature of a penalty rather than compensation for work performed.
The Supreme Court of California held that if an employer reasonably and in good faith believed it was providing a complete and accurate wage statement in compliance with the requirements of section 226, then it has not knowingly and intentionally failed to comply with the wage statement law. The court affirmed the judgment of the Court of Appeal, which reached the same conclusion.
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